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maternity leave in uae

Maternity Leave in the UAE: Duration, Eligibility, Legal Framework, and Employer Support

The birth of a child is a crucial turning point, and a woman’s life continues on a new path. Finding a balance between the family and the professional life may be a tricky task. By that understanding, the authorities have established a substantial framework for maternity leave in UAE. This enables working mothers on both sides to have a great help and support.

In this article, we will understand more about maternity leave in UAE. We will check how long is maternity leave in UAE, pay structure and other additional benefits provided to mothers both in the public and private sector.

Duration of Maternity Leave in UAE

maternity leave in uae

There are many types of leave for an employee. In this case, the main objective of a maternity leave is to allow women to take the time needed after childbirth. Also, assist them in forming a strong parent-child bond with their newborns.

In addition, this leave can help offload the physical and emotional needs that accompany the early stages of motherhood.

  • The UAE subjugates maternity leave for the period of 6 months at the most. According to the conditions stipulated by the UAE Labor Law, it is mandatory for private and public sectors as well.
  • For this period, an employee gets paid at full for 45 days and for the next 15 days on a half pay.
  • Thirty-day after the birth of the baby is a sufficient duration of time to assimilate motherhood. Also, to form a daily routine with their infants.
  • Nevertheless, mothers with complications during childbirth and in need of additional care, can opt for extended leave because of the newborn’s condition.

The extension is commonly given by medical recommendations for the purpose of fostering the welfare of both mother and baby. Taking maternity leave in the UAE is a fundamental duty by law and therefore, all employers have to follow the provisions of Labor Law.

Granting or refusing an employer the right to maternity leave, may be a labor law violation. The length of maternity leave in UAE Labour Law enforces the government’s attitude towards women who work via family-oriented policies.

Maternity Leave in UAE for Public Sector

The women who work in the public sector can opt for maternity leave according to the legal framework of the UAE Labor Law. 90 days on the full pay. In simple terms, with the maternity leave in UAE for public sector, you will still receive your basic salary and all other allowances throughout the extended leave vacation.

  • The prerequisites to maternity leave in a public sector are similar to those in a private sector. The duration of service for the private employer has to be a certain number of years.
  • Further, with the term pregnancy verification, the workers expect medical documentation that reflects their pregnancy. Also, the verified due date to obtain maternity leave advantages.
  • Besides maternity leave, women working in the public sector may also access other benefits. They can have flexible working hours; or child care with the backing of the state.
  • These initiatives strive to give women confidence in the professional world and balance gender equality.

The Government of the UAE recognizes the vital role pumping mothers play in the public sector with the provision of maternity leave. This is one of the several ways in which a mother can gradually adjust to her new role.

Motherhood leave is allowing to take time off to recover from giving birth and have a bonding experience with their newborns. Also helps them create a nurturing atmosphere for their newly established families.

The maternity leave in the public sector indicates the intention to endorse a workplace that is tolerant to all employees.

Maternity Leave in UAE for Private Sector

In the private sector of UAE women employees are also entitled to take time off for pregnancy and childbirth related activities. The UAE Labor Law describes the rights and entitlements of women workers during maternity leave in UAE for private sector. Compared with private enterprises, the provision of a 60-day maternity leave is standard.

  • A 45-day paid leave. Accordingly, you will receive your full salary.
  • 15 days paid with 50% of your basic salary and allowances.
  • Your leave could start counting 30 days prior to the expected delivery date.
  • Pregnancy complications which may extend to the labor period can give you additional 30 days full paid leave. You should provide a medical certificate for getting extension.
  • When you have run out of the permitted number of leave days, you can apply for unpaid leave for 45 days.

To qualify for maternity leave benefits in the private sector, female employees must meet certain eligibility criteria, including:

  • Female worker who was employed for a minimum of 1 continuous year. Moreover, part time employees can opt to maternity leave, based on the number of work hours per week.
  • The employer cannot to fire you or to discriminate against you just because of your pregnancy. You can be reinstated with your original position when your leave period finishes.
  • Another demand is the fact that, along with pregnancy, medical documentation confirming the condition has to be given.

Basically, the work in the private industry on the matter of maternity leave allows qualified women in the workforce. Making it possible for them to be satisfied with their personal and professional lives.

Eligibility Criteria for Maternity Leave in UAE

The maternity leave eligibility conditions in the UAE are set in the Labor Law and apply to both government and private institutions. The conditions that define who is eligible for maternity leave in UAE are defined by the government.

  • An employee should comply with a certain service time in order to benefit from the maternity leave. The precise period of service might be subject to change and it depends on the employment contract condition.
  • The maternity leave benefits accrued to both full-time and part-time employees in the labor law. As long as they fulfill the specific eligibility.
  • However, maternity leave is a mandatory right specified by law. The companies have to adhere to the rules and regulations of the state.

Overall, the method of selecting maternity leave eligibility in the UAE is to make sure female employees can acquire the help and resources they need during pregnancy and childbirth.

Additional Leave Entitlement for Medical Reasons

When there are pregnancy or childbirth complications, this employee can ask for an additional leave. This can stretch for the period beyond standard maternity leave. The employee’s leave can be for a further 30 paid-days.

  • The decision to grant more leave because of health reasons is mostly based on advice from health specialists. The duration may differ depending on certain factors whether it is mild or serious.
  • Employers should be empathetic and agreeable. Providing the required support for employees who may experience health problems in the course of their pregnancy.
  • An additional period of leave as per medical reasons could be of childbirth-related difficulties. Among the complications women might face are, for instance, preeclampsia, gestational diabetes, or difficulties with childbirth.

Employers should have guidelines on leave extension for medical needs. Through the offering of support when facing any medical complications during their pregnancy, employers can showcase their dedication to keeping their workforce healthy.

How Many Days is Maternity Leave in UAE for Male?

Unlike the special period for female employees, maternity leave has no such specific arrangement for maternity leave in UAE for male. Nevertheless, the UAE Labor Law allows for paternity leave. Employers must also provide men with paid leave after the birth of their child.

The reason for paternity leave is that dads can be present during childbirth to show support. Also, build a bond with their children and take on new duties at the role transition.

  • Usually, it ranges between a few days to a week. It is subject to the policies of the employer as well as the particular circumstances.
  • It gives male employees with the chance to participate in the care of their newborns while maintaining family bond. Which is the major thing, throughout this time
  • Many employers in UAE understand the need for paternity leave and include it in their contracts. In order to move towards work-life balance and equality between genders in the workplace.
  • An organization might provide flexible work schedules or other assistance to male workers after the birth of their child. Thus, letting them effectively combine their work with their home obligations.

Maternity leave is by design available only to the female members of the national employees of the UAE. On the other hand, paternity leave is for the male employees in the UAE to equally be present in the first phase of parenthood and the entire family transition.

Maternity leave of the UAE is a legally-driven procedure regulated by a framework of the Labor Law. These laws are the basis for various rights and responsibilities of employers and employees, specifically regarding Maternity leave.

This paves the way for workers that are expecting a child to be provided with the support structures and all the accommodations. The legal framework for maternity leave in UAE is set on two key documents:

  1. Federal Decree-Law No. 33 of 2021 on the Regulation of Labour Relations: It is the main law providing the guidelines for the labor law in UAE and deals with all the workers in the private sector. According to Article 30 of this law, female employees can take 60 days of maternity leave.
  1. Federal Decree-Law No. 49 of 2022 on Human Resources Law. The Public Service Commission acts as the legislative body that ensures public sector macroeconomic stability.

Article 19 of the labor law insures female candidates with permanent position 90-days of complete paid maternity leave. With the fixed wage and allowances given before this period.


  • Both public and private sectors are governed by the principle of non-discrimination. Employers cannot terminate a labour contract or discriminate against workers because of having a pregnancy or maternity leave.
  • The employees at the end of their maternal leave have a right to reincorporate to their previous position after the leave ends.
  • These are the minimum legal recommendations. The benefits package that the new employer can offer vary which can drive differences from these policies above.

The employer is legally bound to observe these criteria in order to offer maternity leave benefits to entitled employees. Implying that, any infraction can bring consequences which can involve fines or lawsuits.

Maternity Leave in UAE Labour Law

Maternity leave in UAE is administered by UAE’s Labor Law defining work safety and maternity rights of female workers. With this leave, female employees in UAE become able to fully care for their newborn baby.

This period beyond the 3-month maternity leave provides the female employees the time to recover from childbirth and receiving her salary.

  • The purpose of maternal leave provision is to promote health and general well-being of expectant mothers. Also, give them a privilege to be able to prioritize their career and family equally.
  • Beyond that, the Labor Laws prevent the dismissal of an employee on maternity leave. This is regardless of whether the termination was as a result of her pregnancy or childbirth as well as discrimination against employees who are pregnant in the workplace.
  • Ignoring the woman’s right to maternity leave means the company fines or legal action.

The entitlement for maternity leave in UAE Labor Law has been set forth to guarantee the pregnant women have assistance and resources during pregnancy and childbirth.

By establishing clear regulations and guidelines, the UAE seeks to promote gender equality. As a result, creating a supportive and inclusive work environment for all employees.

Recent Amendments to UAE Maternity Leave Law

The UAE from time to time reviews its labor laws and keeps them updated- This in order to meet the changes in societal situations and international standards. These amendments are frequently implemented in response to feedback and suggestions from international organizations, and representation of new practices in labor policies.

  • The amendments to the UAE maternity leave law may include an increase in the duration of the leave granted, expansion in the criteria of eligibility, and birth of more supportive conditions for working mothers.
  • For instance, amendments may focus on extending the maternity leave benefit. Also, considering a longer term of sick leave for medical reasons, and providing workplace accommodation for pregnant and nursing mothers.
  • Employers and the employees are required to be updated with the current amendments that were into the UAE maternity leave. In order to ensure that the companies comply with it and can also benefit from any new rights and protections.
  • Employers will have to address how their company’s maternity leave policies and procedures need to change according to new reforms. Employees at the same time should be familiar with their rights and benefits that the new law gives them.

Beside this, making revaluation of maternity leave could also mean a wider awareness. Consequently, the implementation of more friendly worker-oriented policies or practices is starting to be realized.

The UAE priority aim is to create a supportive work environment for working mothers. This will help attract and retain the best talents and resources, while maintaining an inclusive and equitable society as well.

Through these efforts, the UAE is in the process of creating a more progressive and family-oriented workplace.

How Much Is Maternity Pay?

The maternity pay regime in the UAE generally depends on several factors. Including the terms of employment determined by the employer, the employee’s service duration, as well as the employee’s terms of employment.

  • In general, maternity pay depends on the amount of their regular working hours. It usually remains the same with no reduction during the maternity leave period.
  • Employers in the UAE legally have the obligation to give maternity benefits to the eligible female workers. This implies that the employer will still be running payroll for the female staff who are on maternity leave.
  • Alongside the basic maternity pay, some employers may grant working mothers supplementary benefits or add motivations during maternity leave. It may include offers like allowances or healthcare provision for both mothers and their kids.

With this benefit they do not have to choose between recover from childbirth or experiencing financial difficulties. Therefore, it is critical for the employees to get knowledge on maternity pay policies and laws in the organization.

Can a Company Terminate a Pregnant Employee in UAE?

Termination of employment during pregnancy is an illegal act. UAE Labor Law expressly prevents the employer from terminating the employment of the pregnant employee during maternity leave and for pregnancy-related reasons.

  • To this end, the UAE Labor Law also ensures that no pregnant employee is under any form of discrimination. Including recruitment, promotion, training and benefits.
  • The termination or discriminatory actions directed at a pregnant employee on the grounds of pregnancy is a liability to the employer. Which will lead to penalties, fines and lawsuits.

However, there are some exceptions to the prohibition on termination of employment during pregnancy in the UAE:

  • For instance, if an employee’s contract expiration coincided with her maternity leave period, and the employer chooses not to renew the contract for valid reasons other than the pregnancy. Such as organizational restructuring or performance issues, the employer may not be liable.

It is crucial for both employers and employees to be enlightened about their rights. To ensure they comply with terms of employment during the course of the pregnancy.

The employers have to check their policies and procedures for contract termination and make sure that everything meets the legal requirements. The employees have to seek legal consultations if they victims of discrimination.

Through the implementation of these legal provisions, the UAE targets a positioning as the country that cares about preserving employees’ interests. Also, making the workplace environment more supportive and inclusive.

Maternity Leave Benefits: How UAE Companies Support Working Mothers

Many well-recognized companies in the UAE invest in supporting working mothers by offering a variety of options. Including benefit packages and services that assist mothers to have effective work-life balance.

Besides, such perks might include longer maternity, flexible working schedule, daycare centers at the workplace, and breastfeeding stations for mothers.

  • Extended Maternity Leave: Few of the UAE based enterprises are providing the extended leave to their employees for the purpose of maternity. Such arrangements, therefore, give working mothers an opportunity to extend their maternity leave to spend time with their newborn babies as they adjust to all the changes related.
  • Flexible Working Hours: This can be a very helpful option for working moms who have to face the challenge of balancing their personal life as well as their work life at the same time. Flexible work schedules are important because they let staff members customize their working hours to match their family needs.
  • On-Site Childcare Facilities: Some companies in the UAE offer day cares, or subsidize the cost of child care to ease the working mother’s mom of managing their kid’s child care somehow.
  • Access to Lactation Rooms: The lactation rooms, which are private space for nursing mothers, are places where they can pump breast milk with ease. Granting women lactation rooms is the solution to the problem when working mothers want to continue breastfeeding their infants but do not have enough time to stay home.

These are for gender equality in the workplace. Such measures do not only help the employees in getting uplifts but also contribute to the formation of an inclusive and accommodative work environment for all.

Balancing Work and Motherhood: Tips for Transitioning Back to Work After Maternity Leave in the UAE

maternity leave in uae

Rejoining work after the maternity leave can turn out to be a challenging period for many new mothers. Nevertheless, a smart orchestration along with assistance can allow one to realize this symbiosis with no major conflicts.

  • Communicate with Your Employer: Prior to resuming your work, organize an inclusive discussion with your employer about your requirements and understandings. Talk about flexible work patterns including work from home arrangements and adjusted work hours to assist in coping with the transition to work.
  • Plan Childcare in Advance: Set up the childcare arrangements a few weeks ahead to ensure an untroubled readjustment to work. Research alternatives like day care centers or nannies who will take care of your child when you are at work.
  • Take Care of Yourself: Do not hesitate to focus on the care and health of yourself while you deal with the pressure of coming back to work after you have a newborn.
  • Seek Support: Seek out from your friends, family members and other fellow working mothers for support and counsel. Belonging to a community of working mothers. Such as support groups and online blog, can be a vital resource.
  • Be Patient and Flexible: Not to mention the fact that after a while you pick up the skills on the job and how to manage your life as a working mom, so, be kind to yourself and take it easy you will overcome this stage as well.

Through these steps and with your employer’s and community’s support, one can rightly proceed to the transition back to work after maternity leave and find an ideal way to combine work with motherhood in the UAE.

Maternity Leave Planning: Financial Considerations For Parents-To-Be In The UAE

Making an arrangement for maternity leave is one of the key activities to do before entering the parenthood period in UAE. Pregnant parents-to-be need to reflect on the financial implications of taking time off from work. This will enable them to make ready the costs of pregnancy, childbirth and caring for the newborn infant.

  • Review Your Employment Benefits: Examine your employment contract and company policies with the aim of getting information regarding your maternity leave entitlements on whether the leave period is payable. Furthermore, the policies might give guidelines on putting other benefits in place for the employees.
  • Create a Budget: Develop a budget that includes the expenses you estimate may arise during maternity leave, e.g. underinsurance, childcare, and living expenses. Keep in mind, also, setting part of your income as savings or creating an emergency fund to cover any financial leakage during the period.
  • Explore Government Support Programs: Look for government support programs and benefits for the parents in UAE, healthcare field, children benefits; and tax incentives. This can reduce the financial burden gradually.
  • Consider Income Protection Insurance: An income protection insurance will give you the financial safety you need when working due to the complications of pregnancy or any other medical issues. Consider and select the types of insurance that give you all-encompassing cover while on pregnancy leave.
  • Plan for Return to Work: Take into account what you may do while on maternity leave and how it may affect your family’s money sources. Figuring out appropriate child care, work schedule and budget on the parent’s return to work.

Altogether, when you plan the maternity leave arrangement carefully, and take into account the financial implications, parents in the UAE can manage the expenses of pregnancy and childbirth in smoother way.

About Connect Staff

The UAE’s maternity leave policies are a symbol of their desire to have a place under mothers and families where they feel supported while working. UAE goes on to reform the leave system by granting employees additional leave options, such as paternity leave, alongside smooth normal leave, which all result in a more balanced and gender-friendly work environment.

Connect Staff is among the leading recruitment and employment agencies in Dubai. We commit to facilitating the access to great career opportunities to talented people.

Our employees’ rights and well-being being our top priority, we are going to pursue a mother-friendly workplace. Please feel free to contact us for any queries or help with the various issues related to maternity break in the UAE.

We have an experienced team that will accompany you from beginning to the end of the transition, to both parenthood and your career step.

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    Connect Staffing is established by Connect Group to connect you with life-giving opportunities and discover solutions to your tough hiring challenges, whether you’re establishing a career or a business.

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